C&B Supervisor

The C&B Supervisor is responsible for managing Payroll, Compensation & Benefits, HR Policies and HR Operations to ensure accurate HR services, statutory compliance, competitive and equitable reward practices, effective workforce cost management, and consistent employee experience.
1. Payroll, Tax & Statutory Compliance - 30%
• Manage end-to-end monthly payroll, including payroll inputs, validation, reconciliation, payment coordination, and payroll records.
• Manage Personal Income Tax and statutory insurance including Social, Health and Unemployment Insurance, declarations, annual finalization, and employee claims.
• Ensure compliance with labor, payroll, tax, and statutory requirements, with appropriate controls and documentation.
• Coordinate with Finance, authorities, and external providers on payroll, tax, insurance, and related compliance matters.
2. Compensation, Job Architecture & Salary Review - 20%
• Manage job evaluation, job grading, job benchmarking, salary structures, and pay positioning to ensure internal equity and market competitiveness.
• Lead salary surveys and market benchmarking, analyze compensation trends, and recommend salary ranges and pay practices.
• Coordinate annual salary review, promotion, and salary adjustment processes.
3. Benefits, Employee Wellbeing & HR Policies - 15%
• Manage employee benefits and wellbeing programs, including health insurance, annual health checks, allowances, welfare, and other company benefits.
• Develop, review, and maintain HR policies, procedures, and guidelines covering compensation, benefits and other employment-related matters.
• Ensure policies are compliant with Vietnamese labor regulations, aligned with Knauf standards, internally consistent, and practical for business implementation.
• Advise managers and employees on policy interpretation; manage policy communication, implementation, periodic review, market benchmarking, and improvement.
4. HR Operations & Employee Lifecycle - 15%
• Manage employee administration throughout the employment lifecycle, including offer, onboarding, labor contracts, employee movements, and offboarding.
• Manage expatriate administration including Work Permit, Visa, and Temporary Residence Card.
5. HR Budget, Cost Controlling & Analytics - 10%
• Prepare and manage the annual HR budget, personnel cost, and forecast.
• Monitor actual personnel costs against budget, analyze variances and cost drivers, and provide management insights.
• Develop cost simulations and prepare analytics to support HR and business decision-making.
6. HRIS, Governance & Process Improvement - 10%
• Maintain accurate data in HRIS and ensure timely updates.
• Ensure HR data privacy, confidentiality, data integrity, access control, secure handling and appropriate retention of employee information.
• C&B reporting, audits, and regulatory/compliance reviews.
• Drive continuous improvement, automation, and digitalization of C&B and HR operational processes.